從使用者與提供者觀點探討我國身心障礙者職務再設計措施之研究

Abstract

本研究主要目的係探討相關人員對身心障礙者職務再設計服務過程的經驗，透過20位措施使用者與11位專業提供者的分享，以訪談、觀察、自我反思方式蒐集資料，並進行質性資料分析。研究發現：措施使用者所遭遇的職場問題具多樣性，就業服務與社會福利系統是措施資訊來源的重要管道，申請與補助的落差主要來自現行措施缺乏「非輔具式的職務再設計」，措施提供的過程能夠促使障礙者自我倡導。專業提供者中的行政執行者傾向從現有規定的架構解釋內涵與問題，其他三類受訪者（決策擬定者、專案單位人員、專業顧問）比較是從行政措施碰到的問題推至內涵的適切性，進一步延伸政府單位補助項目以外的範圍；專業人員多認爲雇方與身心障礙員工對職務再設計內容不夠瞭解，而專業的提供可提升身心障礙者職務再設計所需要、所申請、所核准的一致性；措施資訊主要管道是透過就業服務與社會福利系統。另外專業提供者也主張在宣導、申請、審核、專業、部門整合、追蹤、輔具管理、研發八大議題仍有努力的空間。本研究建議國內「職務再設計」措施可修正方向，包括從使用者角度思考真正需要的協助項目、落實宣導功能、緊密結合社區化就業服務與職務再設計兩個系統、加強專業訓練與溝通、訂定補助標準、建置追蹤與輔具回收機制、獎勵並營造研發情境等。

The purpose of this study was to understand the needs of individuals with disabilities, difficulties, and resolutions during their job accommodation (JA) phase. The researchers interviewed 20 JA users (10 individuals with disabilities as well as their employers) and 11 specialists, including officers having policy making experience, providers of services and professional consultants. Collected information by interviewing, observation, and self-refection were analyzed into several key terms by Ian Dey's "qualitative data analysis" methods. The data were categorized in to three dimensions: thoughts, problems, and resolutions. By analyzing the viewpoint of the users as well as the providers, we found several main ideas, such as personal assistance services, effectiveness of advocacy methods, satisfaction surveys, the following-up mechanisms and communication skills etc. These main ideas should be come in to consideration to the Job accommodation system. The results of this research were able to offer a better job accommodation solution for the individuals with disabilities.